Enhanced

Defense

Financial

Management

Training

Course

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

American

Society

of

Military

Comptrollers

Student

Guide

•

Revised

2018

Copyright

revised

2018

(v2018a)

by

the

Amencan

Society

of

Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

ADDITIONAL

INFORMATION/REFERENCES

1.2.2

Reference

Location

OMB

Circular

A-11,

Section

32,

Reporting

on

Employment

and

Personnel

Compensation

OMB

Circular

A-76

Performance

of

Commercial

Activities

DoDI

5010.37

Efficiency

Review,

Position

Management,

and

Resource

Request

Determination

11/17/1987

DoDI

1400.32

Civilian

Workforce

Contingency

and

Emergency

Planning

4/24/1995

DoDI

1100.19

Wartime

Manpower

Mobilization

Planning

Policies

and

Procedures

DoDI

4000.19

Interservice

and

Intragovernmental

Support

Agreements

8/9/1995

DoDD

1404.10

DoD

Civilian

Expeditionary

workforce

https://www.whitehouse.govisites/default/files/omb/

assets/all_current_year/s32.pdf

https://www.whitehouse.gov/sites/default/files/

omb/assets/omb/circulars/a076/a76_incl_tech_

correction.

pdf

http://dtic.

mil/cgi-bin/GetTRDoc?AD=ADA376648

http://dtic.

mil/whs/directives/corres/pdf/140032p.

pdf

http://dtic.mil/cgi-bin/GetTRDoc?AD=ADA267851

http://dtic.mil/whs/directives/corres/pdf/400019p.pdf

http://dtic.

mil/whs/directives/corres/pdf/140410p.

pdf

DoDD

1205.18

FTS

to

Reserve

Components

I

http://dtic.

mil/whs/directives/corres/pdf/120518p.

pdf

P.L.

105-270

Federal

Activity

Inventory

Reform

Act

of

1998

18

USC

208

Acts

Affecting

a

Personal

Financial

Interest

5

CFR

2635

Standards

of

Ethical

Conduct

for

Employees

of

the

Executive

Branch

U.S.

Office

of

Government

Ethics

https://www.gpo.goefdsys/pkg/PLAW-105pub1270/pdf/

PLAW-105pub1270.pdf

https://oge.gov/web/oge.nsf/Statutes

https://vvvvvv.law.cornell.edu/cfr/text/5/part-2635

https://oge.gov/

Joint

Ethics

Regulation

http://ogc.osd.mil/defense_ethics/

FMR

Volume

2A,

Chapter

1

General

Information

http://comptroller.defense.gov/FMR/

Note:

Website

addresses

current

as

of

publication.

Copyright

0

2000,

revised

2018

(v2018a)

by

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Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

TABLE

OF

CONTENTS

Learning

Objectives

Study

Guidance

Additional

Information/References

Knowledge

Check

1.2.1

1.2.2

1.2.3

Introduction

to

Defense

Manpower

Management

1.2.5

Defense

Manpower

Management

Defined

1.2.6

Manpower

Concentrations

1.2.6

Manpower

Structure

1.2.7

Mobilization

and

Crisis

issues

1.2.9

DoD

Manpower

Utilization

Policy

1.2.9

Mobilization

1.2.9

DoD

Total

Force

Policy

1.2.10

Master

Mobilization

Plan

(MMP)

1.2.10

Presidential

Authority

to

Activate

Reserve

Forces

1.2.11

Civilian

Employees

During

Crisis

Situations

Manpower

Estimates

for

Financial

Management/

FTE

Terminology

Department

of

Defense

Separation

incentives

1.2.12

1.2.13

1.2.14

Federal

Activities

inventory

Reform

Act

of

1998

1.2.15

Annual

Lists

of

Government

Activities

Not

Inherently

Governmental

in

Nature

1.2.15

Competition

Required

1.2.16

Realistic

and

Fair

Standard

Competitions

1.2.16

Types

of

Activities

1.2.17

OMB

Circular

A

-76

—Performance

of

Commercial

Activities

1.2.19

Reliable

Cost

and

Performance

Information

1.2.20

Commercial

Activities

(OMB

Circular

A-76

and

DoDI

4100.33)

1.2.22

Management

Study

1.2.22

Performance

Work

Statement

(PVVS)

1.2.23

Cost

Comparisons

1.2.24

Length

of

the

Process

1.2.24

Official

A-76

Announcements

and

Notifications

1.2.25

The

A-76

Moratorium

1.2.25

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Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

page

intentionally

left

blank

1.2.4

Copyright

©

2000,

revised

2018

(v2018a)

by

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Comptrollers.

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rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

••••••••

Learning

Objectives

•

Relate

DoD

manpower

financial

budgets

to

manpower

structure.

•

Summarize

mobilization

processes

for

military

and

civilian

personnel.

•

Summarize

requirements

for

Federal

Activities

Inventory

Reform

Act

of

1998

and

its

impact

on

Commercial

Activities

(A-76).

LEARNING

OBJECTIVES

Learning

Objectives

•

Describe

the

key

elements

of

A-76

and

the

DODI

4100.33.

•

Recognize

and

use

terms

defined

in

the

Commercial Activities

Program.

•

Describe

the

Government's

ethical

standards.

Defense

manpower

management,

as

used

in

fi

nancial

management,

refers

to

the

processes

for

estimating

manpower

requirements

for

budgetary

purposes

and

reporting

manpower

numbers

to

the

Office

of

Management

and

Budget

(OMB).

At

the

completion

of

this

competency

area,

you

should

be

able

to:

•

Relate

DoD

manpower

fi

nancial

budgets

to

manpower

structure.

•

Summarize

mobilization

processes

for

military

and

civilian

personnel.

•

Summarize

the

requirements

for

Federal

Activities

Inventory

Reform

Act

of

1998

and

its

impact

on

Commercial

Activities

(A-76).

•

Describe

the

key

elements

of

OMB

Circular

A-76

and

DODI

4100.33

as

they

relate

to

the

Most

Efficient

Organization

(MEO).

•

Recognize

and

use

the

terms

defined

in

the

Commercial

Activities

Program.

•

Describe

the

Government's

ethical

standards.

STUDY

GUIDANCE

The

Manpower

Management

competency

deals

with

the

fi

nancial

manager's

knowledge

of

manpower

and

force

management

as

they

relate

to

resource

management,

manpower

rules,

regulations,

laws,

and

development

of

manpower

requirements.

This

competency

area

addresses

familiarity

with

and

use

of

Department

of

Defense

separation

incentives

and

Federal

Activities

Inventory

Reform

Act

of

1998.

The

defense

fi

nancial

manager

should

also

be

familiar

with

programs

that

impact

manpower

levels,

such

as

the

Commercial

Activities

Program.

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reserved.

1.2.1

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

Manpower

Management

The

processes

for

determining

manpower

requirements

for

budgetary

purposes

and

reporting

manpower

strengths

to

OMR

Defense

Manpower

Management

Defined

Defense

manpower

management,

as

used

in

fi

nancial

management,

refers

to

the

processes

of

determining

manpower

requirements

for

budgetary

purposes

and

reporting

manpower

strengths

to

the

OMB.

Manpower

Concentrations

For

study

purposes,

Defense

Manpower

Resources

Management

is

separated

into

four

concentrations:

•

Manpower

Structure

•

Mobilization

and

Crisis

Issues

•

Restructuring

Initiatives

-

Federal

Work

Force

Restructuring

Act

of

1994

-

Federal

Activities

Inventory

Reform

Act

of

1998

-

Commercial

Activities

-OMB

Circular A-76

•

Ethical

Standards

1.2.6

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Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

KNOWLEDGE

CHECK

Instructions:

Answer

each

question

below.

Check

your

answers

against

the

answer

key.

1.

VVhere

can

the

rules

for

calculating

FTE

employment

be

found?

2.

What

term

is

used

to

refer

to

the

totality

of

units

in

a

DoD

component?

3.

What

term

is

used

to

refer

to

the

authorized

and

programmed

strength

at

the

end

of

the

fi

scal

year

for

the

active

forces,

the

Selected

Reserve,

and

appropriated

-fund

civilian

employees

in

the

FYDP?

4.

What

process

involves

assembling,

organizing,

and

using

manpower

and

material

resources

in

preparation

for

war

or

other

emergency?

5.

What

is

the

maximum

number

of

days

that

units

of

the

Selected

Reserve

and

members

of

the

Individual

Ready

Reserve

may

be

ordered

to

active

duty

(other

than

for

training)

without

the

consent

of

Congress?

6.

What

is

the

maximum

number

of

members

of

the

Selected

Reserve

and

the

Individual

Ready

Reserve

who

may

be

on

duty

at

any

one

time?

Of

these,

what

is

the

maximum

number

who

may

be

members

of

the

Individual

Ready

Reserve?

7.

What

term

is

used

to

describe

a

civilian

who

could

be

deployed

to

a

crisis

area?

8.

What

types

of

activities

are

excluded

from

competition

under

OMB

Circular

A-76?

9.

How

frequently

must

Federal

agencies

compile

lists

of

activities

that

are

not

inherently

Governmental?

10.

What

kind

of

activity

is

so

intimately

the

public

interest

as

to

mandate

performance

by

Federal

employees?

11.

What

is

one

of

the

exceptions

to

the

ban

on

gifts

from

outside

sources?

1.2.3

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Comptrollers.

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rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

,)

TABLE

1.2.1

-MANPOWER

MANAGEMENT

TERMINOLOGY

Term

Definition

Actual

Strength

The

number

of

personnel

in

—or

projected

to

be

in

—an

organization

or

account

at

a

specified

point

in

time.

Assigned

Strength

Actual

strength

of

an

entire

service,

not

necessarily

equal

to

combined

unit

actual

strengths

because

individuals

may

be

assigned

but

not

joined.

Authorized

Strength

The

total

strength

authorized

by

Congress

(for

internal

service

applications

only).

Authorized

strength

may

be

used

synonymously

with

documented

strength.

Average

Strength

The

arithmetic

mean

strength

for

a

specific

time

span.

The

average

strength

for

1

year

is

equivalent

to

work

years.

DoD

Civilian

Work

Force

U.S.

citizens

or

foreign

nationals

hired

directly

or

indirectly

to

work

for

DoD,

paid

from

appropriated

or

non

-appropriated

funds

under

permanent

or

temporary

appointment.

This

includes

employees

filling

full-time,

part-time,

intermittent,

or

on

-call

positions.

Specifically

excluded

are

all

Government

contractor

employees.

End

Strength

at

the

end

of

a

fiscal

year

is

synonymous

with

end

-year

strength.

Single

point

strengths

for

other

points

in

time

must

be

specified,

such

as

end

first-quarter

strength.

Future

-Year

Defense

Program

(FYDP)

The

official

report

(database)

that

summarizes

the

resources

provided

to

DoD.

The

FYDP

identifies

funding

for

each

appropriation,

manpower

authorization

and

program,

and

selected

types

of

unit

or

equipment

authorizations

by

resource

management

packages

called

program

elements.

Force

Structure

The

totality

of

units

in

a

DoD

component.

Manpower

Programming

The

process

of

compiling

and

projecting

future

manpower

requirements;

documenting

these

requirements;

integrating

them

into

the

overall

planning,

programming,

and

budgeting

process;

and

translating

them

into

a

form

that

provides

a

basis

for

personnel

procurement,

training,

and

assignment.

Peacetime

Strength

The

authorized

and

programmed

strength

at

the

end

of

the

fiscal

year

for

active

forces,

the

Selected

Reserve

(to

include

drilling

reservists,

military

technicians,

and

active

Guard

and

Reserve),

and

appropriated

-fund

civilian

employees

in

the

FYDP.

1.2.8

Copyright

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Comptrollers.

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rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

Strength

Levels

as

of

November

2017

(MILLIONS

OF

PEOPLE)

1,4

1,335

M

1.2

1

816,119

0.8

727,381

0.6

0.4

0.2

0

Active

Duty

Forces

Ready

and

Civilian

Work

Stand

-By

Force

Reserves

INTRODUCTION

TO

DEFENSE

MANPOWER

MANAGEMENT

The

mission

of

the

Department

of

Defense

(DoD)

is

provide

a

lethal

Joint

Force

to

defend

the

security

of

our

country

and

sustain

American

influence

abroad.

Reporting

to

the

Secretary

of

Defense

are

three

military

departments

(Army,

Navy,

and

Air

Force)

and

19

defense

agencies.

The

four

Armed

Services

(Army,

Navy,

Air

Force,

and

Marine

Corps)

are

subordinate

to

their

military

departments.

The

military

departments

are

responsible

for

recruiting, training,

and

equipping

their

forces,

but

operational

control

of

those

forces

is

assigned

to

one

of

the

unified

Combatant

Commands.

The

United

States

Coast

Guard

is

also

part

of

our

US

Armed

Forces

and

also

our

Armed

Services.

It

is

aligned

under

the

Department

of

Homeland

Security;

however,

by

statute,

it

can

be

transferred

to

the

operational

control

of

the

Department

of

Defense

in

wartime.

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Comptrollers.

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rights

reserved.

1.2.5

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

In

addition

an

expansion

of

military

members

through

mobilization

may

require

an

increase

in

the

civilian

workforce

strength.

Installation

planning

for

civilian

workforce

expansion

and

recruitment

during

contingencies

and

emergencies

shall

include

consideration

of:

•

The

availability

and

use

of

DoD

civilian

retirees.

•

The

placement

of

military

retirees

not

normally

subject

to

military

recall

(those

over

age

60

or

prevented

from

recall

by

serious

disability).

•

The

borrowing

of

employees

from

other

Federal

agencies.

•

The

use

of

contractors.

•

The

use

of

overtime

and

temporary

employees.

DoD

Total

Force

Policy

Under

the

DoD

Total

Force

Policy,

many

military

functions

not

required

during

peacetime

are

assigned

to

the

Reserve

components.

The

execution

of

contingency

operations

may

require:

•

The

mobilization

of

all

or

part

of

the

reserve

components

to

bring

the

force

structure

to

the

levels

required

for

a

particular

conflict.

•

The

augmentation

of

active

and

activated

reserve

units

by

non

-unit

reservists,

recalled

retirees,

volunteers,

and

draftees.

Some

civilians

who

perform

wartime

military

functions

in

peacetime

will

remain

as

emergency

-essential

(E

-E)

employees,

but

most

will

be

replaced

in

theater

by

active

-duty

military

personnel

or

recalled

reservists.

The

military

services

and

Defense

agencies

plan

for

military

force

buildup,

deployment,

employment,

and

sustainment

on

the

assumption

that

an

adequate

civilian

workforce

will

be

available.

Increases

in

peacetime

work

levels

will

require

increased

productivity,

increased

hours

of

work,

and/or

increased

numbers

of

civilian

employees.

Master

Mobilization

Plan

(MMP)

Mobilization

is

the

process

of

assembling,

organizing,

and

using

manpower

and

material

resources

in

preparation

for

war

or

other

emergency.

The

mobilization

process

can

help

deter

war

as

well

as

enhance

warfighting

capability.

The

DoD

MMP

prescribes

mobilization

policies,

authorities,

and

responsibilities

within

DoD.

1.2.10

Copyright

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2018

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Comptrollers.

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rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

Manpower

Structure

The

Under

Secretary

of

Defense

(Personnel

and

Readiness)

issues

guidance

annually

for

the

Services

to

use

in

preparation

and

administration

of

their

military

and

civilian

manpower

programs.

Within

the

strengths

assigned

by

the

Secretary

of

Defense,

each

service

programs

manpower

using

the

following

guidelines:

•

The

fi

rst

priority

for

programming

manpower

is

major

Combat

Commands

based

on

the

Joint

Chiefs

of

Staff

guidance.

•

Remaining

forces

are

manned,

within

approved

total

strengths,

to

support

combat

forces.

•

Civilian

requirements

are

based

on

planning

and

workload

factors

at

the

minimum

necessary

to

accomplish

the

required

tasks.

•

Manpower

requirements

for

an

area

that

requires

both

military

and

civilian

personnel

are

projected

as

a

total.

•

Civilian

personnel

can

be

used

only

in

positions

that

do

not

require

military

incumbents

by

reasons

of

law,

training,

security,

discipline,

rotation,

or

combat

readiness.

•

Indigenous

personnel

are

utilized

to

the

maximum

extent

practical

consistent

with

security

and

readiness.

For

example,

indirect

Hires

are

indigenous

personnel

hired

by

the

foreign

Government

to

support

the

mission

of

the

DoD.

1.2.7

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©

2000,

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2018

(v2018a)

by

the

American

Society

of

Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

Civilian

Employees

During

a

Crisis

Situation

•

Crisis

Situation

•

Emergency

Essential

(EE)

-

Non

-Combat

Essential

(NCE)

•

Capability

-Based

Volunteer

(CBV)

•

Capability

-Based

Former

Employee

Volunteer

Corps

•

Key

Employees

Civilian

Employees

During

Crisis

Situations

The

following

definitions

apply

to

civilians

during

crisis

situations

based

on

DoDD

1404.10,

23

January

2009,

DoD

Civilian

Expeditionary

Workforce.

•

Crisis

Situation.

A

crisis

situation

is

a

civil

insurrection,

civil

war,

terrorism,

wartime,

or

hostile

condition

that

threatens

physical

harm

or

imminent

danger

to

the

health

or

well

being

of

the

E

-E

civilian

employee.

•

Emergency

Essential

(E

-E).

A

position

-based

designation

to

support

the

success

of

combat

operations

or

the

availability

of

combat

-essential

systems

in

accordance

with

10

USC

1580(e)

and

will

be

designated

as

key

in

accordance

with

Paragraph

4c(5).

A

person

occupying

an

E

-E

position

could

be

deployed

to

a

crisis

area.

•

Non

-Combat

Essential

(NCE).

A

position

-based

designation

to

support

the

expeditionary

requirements

in

other

than

combat

or

combat

support

situations

and

will

be

designated

as

Key

in

accordance

with

Paragraph

4d(5).

•

Capability

-Based

Volunteer

(CBV).

An

employee

who

may

be

asked

to

volunteer

for

deployment,

remain

behind

after

other

civilians

have

evacuated,

or

backfill

other

DoD

civilians

who

have

deployed

to

meet

expeditionary

requirements

in

order

to

ensure

that

critical

expeditionary

requirements

that

may

fall

outside

or

within

the

scope

of

an

individual's

position

are

fulfilled.

•

Capability

-Based

Former

Employee

Volunteer

Corps.

A

collective

group

of

former

(including

retired)

DoD

civilian

employees

who

have

agreed

to

be

listed

in

a

database

as

individuals

who

may

be

interested

in

returning

to

Federal

service

as

a

time

-limited

employee

to

serve

expeditionary

requirements

or

who

can

backfill

for

those

serving

other

expeditionary

requirements.

VVlien

these

individuals

are

re-employed,

they

shall

be

deemed

CBV

employees.

•

Key

Employees.

DoD

civilian

employees

in

positions

designated

as

E

-E

and/or

NCE

will

be

designated

key

in

accordance

with

DoDD

1200.7.

1.2.12

2000,

revised

2018

(v2018a)

by

the

American

Society

of

Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

Mobilization

&

Crisis

Issues

•

The

DoD

Manpower

Util

ization

Policy

•

Mobilization

•

The

DoD

Total

Force

Pol

icy

•

The

DoD

Master

Mobilization

Plan

(MMP)

MOBILIZATION

AND

CRISIS

ISSUES

The

ability

to

make

the

transition

from

peacetime

manning

levels

to

wartime

manpower

demands

and

the

ability

to

provide

fi

ller

and

replacement

personnel

over

the

course

of

a

conflict

are

critical

to

successful

resolution

of

a

crisis.

DoD

Manpower

Utilization

Policy

During

mobilization

or

wartime,

the

DoD

manpower

utilization

policy

is

based

on:

•

Terminating

or

deferring

activities

not

essential

to

the

war

effort

in

order to

permit

the

reallocation

of

personnel

to

higher

priority

tasks.

•

Assigning

military

personnel

only

to

those

jobs

that

contribute

to

the

war

unless:

—Military

incumbency

is

required

by

law.

—Possessing

military

-unique

skills

or

experience

is

essential

for

successful

performance

of

required

duties.

—Military

authority

or

discipline

is

requisite

to

the

position.

--Alternative

manpower

is

not

available.

Mobilization

During

mobilization,

defense

leaders

have

to

consider

the

current

makeup

of

civilian

workforce

and

the

impact

of

mobilization

on

the

depth

of

that

workforce.

Plans

for

the

civilian

workforce

during

contingencies

and

emergencies

shall

include

assessments

and

alternatives

for

the

following:

•

The

loss

of

civilian

employees

who

are

reservists

or

retired

from

military

service

who

may

be

recalled

to

active

duty.

•

The

loss

of

civilian

employees

who

may

be

drafted

into

military

service.

1.2.9

Copyright

0

2000.

revised

2018

(v2018a)

by

the

American

Society

of

Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

DoD

Separation

Incentives

5

USC

9902(f)

•

Permanent

DoD

Authority

•

Authorizes

buyout

up

to

$40,000*

or

early

retirement

or

both

Voluntary

Separation

Incentive

Pay

(VSIP)

•

Voluntary

Early

Retirement

Authority

(VERA)

'

TPU3

Itint

r.

crec.t

unti

ol

toast

9

,

30:2021

DEPARTMENT

OF

DEFENSE

SEPARATION

INCENTIVES

Title

5

of

the

United

States

Code,

Section

9902(f),

as

enacted

by

section

1101

of

P.L.

108-136,

gives

the

Secretary

of

Defense

permanent

authority

to

establish

programs

under which

employees

may

be

eligible

for

voluntary

early

retirement

or

be

offered

separation

incentive

pay

(commonly

called

buyouts)

or

both.

This

authority

may

be

used

to

reduce

the

number

of

personnel

employed

by

the

Department

of

Defense

or

to

restructure

the

workforce

to

meet

mission

objectives

without

reducing

the

overall

number

of

personnel.

The

latter

point

is

particularly

significant

since

initial

buyout

legislation

required

the

elimination

of

a

full-time

equivalent

position

for

every

position

vacated

through

a

buyout.

That

is

no

longer

the

case.

The

buyout

program

is

known

as

the

Voluntary

Separation

Incentive

Pay

(VSIP)

program,

and

the

program

for

early

retirement

is

known

as

Voluntary

Early

Retirement

Authority

(VERA).

An

individual

can

be

subject

to

either

one

or

both

of

these

programs

at

the

time

of

separation

from

active

service.

The

Department

of

Defense

is

permitted

no

more

than

25,000

buyout

separations

per

year

under

this

authority,

but

this

limitation

does

not

include

any

buyout

separations

subject

to

Base

Realignment

and

Closure

action

or

for

non

-appropriated

fund

employees.

5

USC

9902(f)

requires

that

buyout

payments

(the

lesser

of

$40,000*

or

the

amount

of

the

employee's

severance

pay)

be

paid

from

amounts

available

for

the

employee's

pay,

and

generally,

be

fully

repaid

if

the

employee

rejoins

the

Federal

Government

within

fi

ve

years

of

separation.

An

employee

accepting

a

buyout

cannot

be

re-employed

by

DoD

for

12

months

after

receiving

the

incentive

pay

unless

the

Secretary

of

Defense

approves

an

exception.

*Note:

This

limit

is

in

effect

until

at

least

9/30/2021.

1.2.14

2000,

revised

2018

(v2018a)

by

the

American

Society

of

Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

Presidential

Authority

to

Activate

Reserve

Forces

•

Title

10

USC

12304

gives

the

President

authority

to

activate

reserve

forces,

without

the

consent

of

Congress,

and

order

to

active

duty

(other

than

for

training)

for

not

more

than

365

days:

•

Selected

Reserve

•

Individual

Ready

Reserve

o

Limit

of

200,000

Selected

Reserve

and

Individual

Ready

Reserve

on

active

duty

and

not

more

than

30,000

Individual

Ready

Reserve

Presidential

Authority

to

Activate

Reserve

Forces

10

USC

12304

gives

the

President

authority

to

order to

active

duty

Selected

Reserve

and

Ready

Reserves:

•

When

the

President

determines

that

it

is

necessary

to

augment

the

active

forces

for

any

operational

mission

or

emergency

involving

the

use

or

threatened

use

of

a

weapon

of

mass

destruction,

terrorist

attack,

or

a

threatened

terrorist

attack

in

the

United

States,

the

President

may

authorize

the

Secretary

of

Defense

and

the

Secretary

of

Homeland

Security

(for

the

Coast

Guard),

without

the

consent

of

Congress,

to

order

to

active

duty

(other

than

for

training)

for

not

more

than

365

days

as

follows:

Any

unit

of

the

Selected

Reserve.

-Any

member

of

the

Individual

Ready

Reserve.

•

Not

more

than

200,000

members

of

the

Selected

Reserve

and

the

Individual

Ready

Reserve

may

be

on

active

duty

under

this

section

at

any

one

time,

of

which

not

more

than

30,000

may

be

members

of

the

Individual

Ready

Reserve.

1.2.11

Copyright

©

2000.

revised

2018

(v2018a)

by

the

American

Society

of

Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource Management

Environment

Competency

Area

2:

Manpower

Management

2.

Changes.

If

the

list

changes

after

the

publication

of

the

notice

as

a

result

of

the

resolution

of

challenge,

the

head

of

the

Executive

agency

shall

promptly:

Make

each

such

change

available

to

the

public

and

transmit

a

copy

of

the

change

to

Congress.

Publish

in

the

Federal

Register

a

notice

that

the

change

is

available

to

the

public.

Competition

Required

Within

a

reasonable

amount

of

time

after

the

date

on

which

a

notice

of

the

public

availability

of

a

list

is

published,

the

head

of

the

Executive

agency

concerned

shall

review

the

activities

on

the

list.

Each

time

the

head

of

the

Executive

agency

considers

contracting

with

a

private

-sector

source

for

the

performance

of

such

an

activity,

the

head

of

the

Executive

agency

shall

use

a

competitive

process

to

select

the

source

(except

as

may

otherwise

be

provided

in

a

law

other

than

this

act,

an

Executive

order,

regulations,

or

any

Executive

Branch

circular

setting

forth

requirements

or

guidance

that

is

issued

by

competent

Executive

authority).

Realistic

and

Fair

Standard

Competitions

For

the

purpose

of

determining

whether

to

contract

with

a

source

in

the

private

sector

for

the

performance

of

an

Executive

agency

activity

on

the

list

on

the

basis

of

a

comparison

of

the

costs

of

procuring

services

from

such

a

source

with

the

costs

of

performing

that

activity

by

the

Executive

agency,

the

head

of

the

Executive

agency

shall

ensure

that

all

costs

(including

the

costs

of

quality

assurance,

technical

monitoring

of

the

performance

of

such

function,

liability

insurance,

employee

retirement

and

disability

benefits,

and

all

other

overhead

costs)

are

considered

and

that

the

costs

considered

are

realistic

and

fair.

Although

the

Federal

Workforce

Restructuring

Act

(FWRA),

which

expired

on

September

30,

1999,

placed

ceilings

on

Executive

Branch

civilian

employment,

agencies

should

not

convert

the

work

of

their

employees

to

contractors

unless

they

first

undertake

standard

competitions

that

demonstrate

that

such

a

conversion

is

of

financial

advantage

to

the

Government.

In

addition

agencies

should

ensure

that

reductions

in

accordance

with

the

FVVRA

are

not

disproportionately

made

in

the

areas

of

students

or

employees

with

disabilities

and

their

aides.

1.2.16

2000.

revised

201E

(v2018a)

by

the

American

Society

of

Military

Comptrollers.

All

rights

reserved.

Module

1:

Resource

Management

Environment

Competency

Area

2:

Manpower

Management

FTE

Terminology

•

Ful

l

-Time

Permanent

(FTP)

•

Other

Than

Full

-Time

Permanent

(OTFTP)

•

Turnover

Rate

•

Fill

Rate

•

Lapse

Rate

MANPOWER

ESTIMATES

FOR

FINANCIAL

MANAGEMENT/FTE

TERMINOLOGY

Personnel

budget

estimates

are

prepared

in

terms

of

full-time

equivalent

(FTE)

employment,

as

required

in

OMB

Circular

A-11.

FTE

employment

is

the

total

number

of

regular

straight

-time

hours

(compensable

hours,

not

including

overtime

or

holiday

hours)

worked

by

an

employee

divided

by

the

number

of

compensable

hours

applicable

to

each

fiscal

year.

Annual

leave,

sick

leave,

compensatory

time

off

and

other

approved

leave